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Stay on top of the game with recruiting technology

Stay on top of the game with recruiting technology

It’s a tough recruiting life out there—there are more jobs than workers, so as a recruiter, you’ve got to be on your toes. Eighty-one percent of Americans now own smartphones, and roughly half of job searches are being conducted on mobile, according to Monster’s numbers. If you’re not ready to meet job candidates technologically, you’re going to get left behind.

To help capture the best workers, make sure you’re up to speed on recruiting technologies such as the following:

Boost job postings with targeted advertising

Social media postings and display ads are still incredibly relevant, and technology has made it possible to get extremely specific about where you want your ad to appear.

In the past, for instance, like other forms of advertising, recruiters had to work individually with each publisher to deal with insertion orders. Now, with the push of a button, recruiters can set rules for what segments they wish to target with their ads, and the ads will be automatically placed for them.

“The technology behind the bidding understands that I want to bid against an adult, age 18 to 34, who makes less than $100,000 and who lives in the San Jose, CA area,” says Shaun Farrar, senior director of global media at Monster. “Whenever they see an impression against someone who fits that profile, it serves the ad. The technology to buy media is at the fingertips of all recruiters.”

Incorporate video interviews

Video and mobile interviews are becoming both more commonplace and more necessary as the candidate climate remains tight.

“Not all of these candidates are willing to take four to five hours out of their day for an in-person interview,” says Henna Pryor, executive coach and recruitment expert at the Pryority Group. “A lot of companies have found that doing at least a first found of interviews on video has helped move the process forward with a prospective candidate.”

 Reach mobile candidates

Now that everyone essentially has a computer in their pocket, it’s crucial that recruiters have a mobile strategy. “In more cases than I think we want to admit as a society, the mobile device is the only computer for some folks, so when you’re engaging that way, that makes things even more interesting,” says Shawne Robinson, head of product, native apps for Monster.

It’s important to be thoughtful about how you interact with candidates via mobile, because the wrong approach can cause a prospective to block your texts or delete an app that’s bugging them. “Just because you can doesn’t mean you should,” Robinson says. “People are going to have preferences. I may only want to engage with employers through some kind of service. Or conversely, someone might be like, ‘Catch me if you can, text messaging works great.’”

Harness search technology

The latest search technology goes beyond a simple Boolean keyword search. Semantic engines step beyond a keyword search and look for the meaning and connections behind the words.

“Semantic search is about surfacing contextual information so you can start making correlations and links about that person that help you find a better fit,” says Kyle Gingrich, senior director of product management at Monster. For instance, if you were looking for someone with Linux skills, a Boolean search would return only those people with Linux on their resume. “You’re going to get a smaller subset back,” Gingrich says. “When you use semantic search, you’re getting all the people who have very transferrable skills.”

This is a matter, for recruiters, of not only understanding how to use the technology (such as Monster’s power resume semantic search) but of understanding what the company is really seeking. “It’s incumbent upon the recruiter to understand more than just the words on the resume and understand that underlying all of that is trying to find someone who not only can do the job, but who can actually fulfill in the future,” Gingrich says.

Employ human experience management

An employee’s experience starts from the moment they apply for a job, and applicant tracking systems (ATS) are transitioning from just the tactical management of people to connecting with applicants after they’ve made contact and feeding them into the talent community.

“So it’s not just an application and then you wait and wait,” says Jesse Kearns, global partnerships manager at Monster. “Now it’s more that the application is submitted and you get automated engagement right off the bat. You can have all sorts of things with that, even when you don’t have a role open—a lot of high-volume hiring companies and enterprise level companies are considering newer technologies like these.”

Look for out-of-the-box ATS solutions

It used to be that ATS could do everything you wanted, and many enterprise companies were doing large-scale customizations of the technology to meet their needs. But adopting a highly customized technology makes it difficult to keep up with changes in the marketplace and changes to the technology itself.

“There are some ATS’s now that are making huge market gains, who are building their business on the idea that they’re not customizing the solution that they’re offering,” Kearns says. In other words, you get something that works and has all the functions and features that will be enhanced along the way, but you don’t run the risk of technology issues that come down the line with customization.

“People are starting to get more savvy about future-proofing the technology that they have,” Kearns says.

Use AI effectively

Within an applicant tracking system, new AI developments enable the technology to reach out to candidates within the system, to alert them to new opportunities or simply touch base on a regular basis—something that would take human recruiters hours to do.

“It can analyze profiles and, using much more robust algorithms, literally do the first reach-out to this population of candidates,” Pryor says. “Systems have the ability to do these touchpoints with candidates who have interviewed or shown interest in the past.”

This also translates to better ability to match candidates to opportunities. AI is more capable of using pattern matching to interpret resumes and interview notes. “So not only are you matching on data points and skills they have, but on behaviors, things they’re interested in,” Pryor says. “And it automatically will customize the messages that go out based on those soft skills.”

Deciding which recruiting technology is right for you

While you used to be able to write a good job description and post in a few key places, today’s recruiting landscape is much more complicated, and it’s changing at break-neck speed. Get help choosing the right recruiting technology for your needs by signing up for Monster Hiring Solutions, where you’ll receive expert recruiting advice and updates on the latest hiring trends.